Purpose: To lead a high-performing team. Deliver excellent customer service to internal and external customers and enhance the spirit of continuous improvement, delivering regional performance expectations and nurturing a healthy, high-performance culture. Ensure that we provide consistent and disciplined level of execution in servicing customers; adhere to all compliance and safety guidelines; and protect, optimize, and secure all company assets.
Expectations: Above all else, be ON the team. Uphold the values of TridentCare. Act with integrity. Work intentionally to meet the organizational objectives set for the region. Work alongside, sometimes for, and always with the other members of the Regional Leadership Team. Guide, develop, and lead personnel. Rigorously promote and demand systems. Be logical. Think critically. Make decisions that justifiably meet TridentCare’s needs. Never settle, continuously improve.
Engage with all functions of the business to advertise initiatives, increase value-added productivity, cause healthy conflict for the purpose of organizational improvement, expand, and promote corporate knowledge and standards, etc. Engage in open, healthy, and continuous communication across the entire organization.
Responsibilities: The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy.
This position is responsible for building the capability of the regional HR team, distributing work effectively and creating a cohesive support team for all regional business activities. Responsible for the hiring and development of approved HR roles. The Director of HR is responsible for overseeing and ensuring that all TridentCare HR policies and procedures are adhered to within the region. The Director of HR will be a part of the National Safety Steering Committee to ensure a safe working environment for all colleagues.
HIGHLIGHTS:
- Carry forward the “torch” for our organization. Set the rhythm and tone for the HR department. Build team capabilities and enthusiasm for our organization and the work that we do.
- Earn and maintain the team’s respect. Protect the people and our processes.
- Ensure compliance and safety procedures are always adhered to.
- Actively engage as a member of the regional Senior Leadership Team to develop aggressive targets and build team excitement for attaining those targets
- Coach, lead, and develop direct reports to meet team goals
- Evaluate and optimize effectiveness of plans and resources
PEOPLE:
- Oversee human resource team activities.
- Daily planning with direct reports. Review daily activities, set expectations, measure effectiveness (e.g., recruiting efforts, candidate contacts, compliance credentials, etc.)
- Coach team through continuous improvement activities that lead us toward goals/targets.
- Occasionally travel to work alongside leadership team to coach, be coached, lead, and develop each other to meet individual and team goals.
- Ensure HR communication and activities are effectively communicated and executed.
- Cascade and communicate HR “news” to the region.
- Conduct and join team meetings.
- Perform and oversee personnel related matters (e.g., hiring, performance evaluations, etc.)
PROCESSES:
- Manage all HR activities to meet/exceed HR and financial expectations.
- Human Resources function, including but not limited to:
- Policies and Procedures improvement and adherence
- Team member lifecycle (e.g., recruiting thru retirement)
- Employee Engagement activities
- Disciplinary documentation and recordkeeping
OTHER:
- Participate in Safety Committee meetings.
- Create buzz about our organization inside and outside our markets. Uphold and improve our reputation, client relations, and attract prospective team members by attending job fairs, association meetings, and other events with/without national, regional, and/or local teams.
- Use the scientific method to continuously improve our standard work procedures.
- Work with SVP of HR and HR peers to deliver on strategic initiatives.
- Other duties as may be assigned
SKILLS/EXPERIENCE:
- Demonstrated ability to lead and develop high performing team.
- Bachelor’s Degree preferred
- 4-8 years’ experience in Human Resources with heavy employee relations and performance management.
- 3 years of management experience
- SHRM-CP or SHRM-SCP or PHR/SPHR highly preferred.
- Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
- Business acumen, communication skills and relationship building competencies are required
- Must have strong interpersonal skills and the ability to manage a variety of experience levels in unrelated departments.
- Must be a self-starter with strong time management skills and the ability to prioritize.
- Proficiency in Microsoft Office Suite including Outlook, Word, Excel, and Teams
- Internet, intranet, and savviness to learn various software
- Mobile device management, apps
- Understand how database functions
- HRIS, UKG Pro preferred
- Resourceful with strong analytical, critical thinking, and problem-solving skills.
- Must be able to work in stressful situations.
- Willing to travel approximately 10% of the time or as needed
- Must maintain confidentiality with company information and understand what situations are applicable to share company information.
#DL
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)